Spa Managers
Tasks Include:
- Inform staff of job responsibilities, performance expectations, client service standards, or corporate policies and guidelines.
- Plan or direct spa services and programs.
- Train staff in the use or sale of products, programs, or activities.
- Assess employee performance and suggest ways to improve work.
- Check spa equipment to ensure proper functioning.
- Coordinate facility schedules to maximize usage and efficiency.
- Develop staff service or retail goals and guide staff in goal achievement.
- Establish spa budgets and financial goals.
- Inventory products and order new supplies.
- Monitor operations to ensure compliance with applicable health, safety, or hygiene standards.
- Perform accounting duties, such as recording daily cash flow, preparing bank deposits, or generating financial statements.
- Recruit, interview, or hire employees.
- Respond to customer inquiries or complaints.
- Schedule staff or supervise scheduling.
- Verify staff credentials, such as educational and certification requirements.
more »
The data sources for the information displayed here include: O*NET™; US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Projections Quick View:
Virginia: No Data
National: +9.6%
Education
Post-Secondary Certificate
Job Zone:
Three: Medium Preparation Needed
Income Range:
Highest ($50,000 and up)
Median Earnings:
National
$56,090.00
State
$62,180.00
Regional
Spa Managers
Description
Career Cluster: | Human Services |
Plan, direct, or coordinate activities of a spa facility. Coordinate programs, schedule and direct staff, and oversee financial activities.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Spa Managers
Education
Required Level of Education
- Post-Secondary Certificate - awarded for training completed after high school (for example, in agriculture or natural resources, computer services, personal or culinary services, engineering technologies, healthcare, construction trades, mechanic and repair technologies, or precision production) = 33.66%
- Associate's Degree (or other 2-year degree) = 25.29%
- Bachelor's Degree = 20.55%
- Some College Courses = 13.83%
- High School Diploma - or the equivalent (for example, GED) = 6.23%
- Master's Degree = 0.44%
Related Work Experience
- Over 2 years, up to and including 4 years = 41.46%
- Over 4 years, up to and including 6 years = 30.13%
- Over 1 month, up to and including 3 months = 13.04%
- Over 1 year, up to and including 2 years = 5.98%
- Over 8 years, up to and including 10 years = 5.21%
- Over 6 months, up to and including 1 year = 2.93%
- Over 3 months, up to and including 6 months = 0.72%
- Over 6 years, up to and including 8 years = 0.47%
- None = 0.05%
On-Site or In-Plant Training
- Over 1 month, up to and including 3 months = 40.59%
- Up to and including 1 month = 23.97%
- None = 18.72%
- Over 3 months, up to and including 6 months = 8.58%
- Over 6 months, up to and including 1 year = 6.96%
- Over 1 year, up to and including 2 years = 1.18%
On-the-Job Training
- Over 1 month, up to and including 3 months = 59.53%
- Anything beyond short demonstration, up to and including 1 month = 23.62%
- Over 6 months, up to and including 1 year = 10.36%
- None or short demonstration = 4.48%
- Over 3 months, up to and including 6 months = 1.11%
- Over 1 year, up to and including 2 years = 0.90%
The data sources for the information displayed here include: O*NET™. (Using onet28)
Spa Managers
Tasks
Core Tasks Include:
- Inform staff of job responsibilities, performance expectations, client service standards, or corporate policies and guidelines.
- Plan or direct spa services and programs.
- Train staff in the use or sale of products, programs, or activities.
- Assess employee performance and suggest ways to improve work.
- Check spa equipment to ensure proper functioning.
- Coordinate facility schedules to maximize usage and efficiency.
- Develop staff service or retail goals and guide staff in goal achievement.
- Establish spa budgets and financial goals.
- Inventory products and order new supplies.
- Monitor operations to ensure compliance with applicable health, safety, or hygiene standards.
- Perform accounting duties, such as recording daily cash flow, preparing bank deposits, or generating financial statements.
- Recruit, interview, or hire employees.
- Respond to customer inquiries or complaints.
- Schedule staff or supervise scheduling.
- Verify staff credentials, such as educational and certification requirements.
- Develop or implement marketing strategies.
- Direct facility maintenance or repair.
- Maintain client databases.
- Participate in continuing education classes to maintain current knowledge of industry.
- Schedule guest appointments.
- Sell products, services, or memberships.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Spa Managers
Knowledge
% | Subject | Description |
---|---|---|
84.50 | Administrative | Knowledge of administrative and office procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and workplace terminology. |
82.25 | Customer and Personal Service | Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction. |
79.50 | Administration and Management | Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. |
73.00 | English Language | Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. |
66.75 | Education and Training | Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects. |
64.00 | Personnel and Human Resources | Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. |
60.75 | Sales and Marketing | Knowledge of principles and methods for showing, promoting, and selling products or services. This includes marketing strategy and tactics, product demonstration, sales techniques, and sales control systems. |
59.50 | Mathematics | Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications. |
55.50 | Economics and Accounting | Knowledge of economic and accounting principles and practices, the financial markets, banking, and the analysis and reporting of financial data. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Spa Managers
Skills
% | Subject | Description |
---|---|---|
75.00 | Speaking | Talking to others to convey information effectively. |
75.00 | Monitoring | Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. |
75.00 | Coordination | Adjusting actions in relation to others' actions. |
72.00 | Management of Personnel Resources | Motivating, developing, and directing people as they work, identifying the best people for the job. |
72.00 | Critical Thinking | Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. |
72.00 | Service Orientation | Actively looking for ways to help people. |
72.00 | Social Perceptiveness | Being aware of others' reactions and understanding why they react as they do. |
68.75 | Active Listening | Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. |
68.75 | Judgment and Decision Making | Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
68.75 | Time Management | Managing one's own time and the time of others. |
68.75 | Persuasion | Persuading others to change their minds or behavior. |
62.50 | Instructing | Teaching others how to do something. |
62.50 | Active Learning | Understanding the implications of new information for both current and future problem-solving and decision-making. |
59.50 | Reading Comprehension | Understanding written sentences and paragraphs in work-related documents. |
59.50 | Systems Analysis | Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes. |
59.50 | Learning Strategies | Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things. |
59.50 | Complex Problem Solving | Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. |
56.25 | Negotiation | Bringing others together and trying to reconcile differences. |
56.25 | Systems Evaluation | Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system. |
53.00 | Writing | Communicating effectively in writing as appropriate for the needs of the audience. |
53.00 | Management of Financial Resources | Determining how money will be spent to get the work done, and accounting for these expenditures. |
50.00 | Management of Material Resources | Obtaining and seeing to the appropriate use of equipment, facilities, and materials needed to do certain work. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Spa Managers
Abilities
% | Subject | Description |
---|---|---|
75.00 | Oral Comprehension | The ability to listen to and understand information and ideas presented through spoken words and sentences. |
75.00 | Oral Expression | The ability to communicate information and ideas in speaking so others will understand. |
75.00 | Problem Sensitivity | The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing that there is a problem. |
72.00 | Deductive Reasoning | The ability to apply general rules to specific problems to produce answers that make sense. |
72.00 | Speech Clarity | The ability to speak clearly so others can understand you. |
72.00 | Speech Recognition | The ability to identify and understand the speech of another person. |
65.50 | Written Comprehension | The ability to read and understand information and ideas presented in writing. |
65.50 | Inductive Reasoning | The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). |
62.50 | Fluency of Ideas | The ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity). |
59.50 | Written Expression | The ability to communicate information and ideas in writing so others will understand. |
59.50 | Information Ordering | The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations). |
56.25 | Category Flexibility | The ability to generate or use different sets of rules for combining or grouping things in different ways. |
56.25 | Near Vision | The ability to see details at close range (within a few feet of the observer). |
53.00 | Originality | The ability to come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem. |
50.00 | Number Facility | The ability to add, subtract, multiply, or divide quickly and correctly. |
50.00 | Selective Attention | The ability to concentrate on a task over a period of time without being distracted. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Spa Managers
Work Activities
% | Subject | Description |
---|---|---|
88.50 | Monitoring Processes, Materials, or Surroundings | Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems. |
85.25 | Assisting and Caring for Others | Providing personal assistance, medical attention, emotional support, or other personal care to others such as coworkers, customers, or patients. |
84.50 | Communicating with Supervisors, Peers, or Subordinates | Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
84.00 | Establishing and Maintaining Interpersonal Relationships | Developing constructive and cooperative working relationships with others, and maintaining them over time. |
83.75 | Resolving Conflicts and Negotiating with Others | Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. |
81.25 | Getting Information | Observing, receiving, and otherwise obtaining information from all relevant sources. |
80.25 | Working with Computers | Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
80.25 | Coordinating the Work and Activities of Others | Getting members of a group to work together to accomplish tasks. |
80.00 | Making Decisions and Solving Problems | Analyzing information and evaluating results to choose the best solution and solve problems. |
79.75 | Performing for or Working Directly with the Public | Performing for people or dealing directly with the public. This includes serving customers in restaurants and stores, and receiving clients or guests. |
79.00 | Identifying Objects, Actions, and Events | Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
79.00 | Developing and Building Teams | Encouraging and building mutual trust, respect, and cooperation among team members. |
78.00 | Updating and Using Relevant Knowledge | Keeping up-to-date technically and applying new knowledge to your job. |
78.00 | Performing Administrative Activities | Performing day-to-day administrative tasks such as maintaining information files and processing paperwork. |
77.25 | Coaching and Developing Others | Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. |
76.50 | Evaluating Information to Determine Compliance with Standards | Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards. |
76.50 | Scheduling Work and Activities | Scheduling events, programs, and activities, as well as the work of others. |
76.00 | Guiding, Directing, and Motivating Subordinates | Providing guidance and direction to subordinates, including setting performance standards and monitoring performance. |
75.00 | Judging the Qualities of Objects, Services, or People | Assessing the value, importance, or quality of things or people. |
74.50 | Thinking Creatively | Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions. |
70.75 | Selling or Influencing Others | Convincing others to buy merchandise/goods or to otherwise change their minds or actions. |
69.50 | Inspecting Equipment, Structures, or Materials | Inspecting equipment, structures, or materials to identify the cause of errors or other problems or defects. |
69.50 | Processing Information | Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. |
69.00 | Developing Objectives and Strategies | Establishing long-range objectives and specifying the strategies and actions to achieve them. |
67.50 | Providing Consultation and Advice to Others | Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics. |
65.25 | Organizing, Planning, and Prioritizing Work | Developing specific goals and plans to prioritize, organize, and accomplish your work. |
64.50 | Analyzing Data or Information | Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts. |
63.00 | Training and Teaching Others | Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others. |
62.75 | Monitoring and Controlling Resources | Monitoring and controlling resources and overseeing the spending of money. |
62.25 | Estimating the Quantifiable Characteristics of Products, Events, or Information | Estimating sizes, distances, and quantities; or determining time, costs, resources, or materials needed to perform a work activity. |
61.50 | Interpreting the Meaning of Information for Others | Translating or explaining what information means and how it can be used. |
61.25 | Staffing Organizational Units | Recruiting, interviewing, selecting, hiring, and promoting employees in an organization. |
58.50 | Communicating with People Outside the Organization | Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. |
56.75 | Documenting/Recording Information | Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. |
51.50 | Performing General Physical Activities | Performing physical activities that require considerable use of your arms and legs and moving your whole body, such as climbing, lifting, balancing, walking, stooping, and handling materials. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Spa Managers
Work Styles
% | Subject | Description |
---|---|---|
93.50 | Integrity | Job requires being honest and ethical. |
93.25 | Dependability | Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
92.25 | Cooperation | Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. |
88.25 | Concern for Others | Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job. |
88.00 | Initiative | Job requires a willingness to take on responsibilities and challenges. |
87.25 | Stress Tolerance | Job requires accepting criticism and dealing calmly and effectively with high-stress situations. |
85.75 | Self-Control | Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. |
85.25 | Attention to Detail | Job requires being careful about detail and thorough in completing work tasks. |
85.00 | Leadership | Job requires a willingness to lead, take charge, and offer opinions and direction. |
80.75 | Persistence | Job requires persistence in the face of obstacles. |
79.00 | Adaptability/Flexibility | Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
76.00 | Achievement/Effort | Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks. |
75.75 | Innovation | Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems. |
75.25 | Independence | Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done. |
72.00 | Analytical Thinking | Job requires analyzing information and using logic to address work-related issues and problems. |
71.75 | Social Orientation | Job requires preferring to work with others rather than alone, and being personally connected with others on the job. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Spa Managers
Work Values
% | Subject | Description |
---|---|---|
77.83 | Independence | Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy. |
72.17 | Relationships | Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service. |
66.67 | Achievement | Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement. |
66.67 | Recognition | Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status. |
58.33 | Working Conditions | Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions. |
50.00 | Support | Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Spa Managers
Work Context
% | Subject | Description |
---|---|---|
100.00 | Contact With Others | How much does this job require the worker to be in contact with others (face-to-face, by telephone, or otherwise) in order to perform it? |
99.40 | Face-to-Face Discussions | How often do you have to have face-to-face discussions with individuals or teams in this job? |
98.00 | Telephone | How often do you have telephone conversations in this job? |
96.60 | Work With Work Group or Team | How important is it to work with others in a group or team in this job? |
94.60 | Frequency of Decision Making | How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization? |
92.60 | Impact of Decisions on Co-workers or Company Results | What results do your decisions usually have on other people or the image or reputation or financial resources of your employer? |
92.40 | Deal With External Customers | How important is it to work with external customers or the public in this job? |
88.60 | Coordinate or Lead Others | How important is it to coordinate or lead others in accomplishing work activities in this job? |
88.40 | Indoors, Environmentally Controlled | How often does this job require working indoors in environmentally controlled conditions? |
86.60 | Freedom to Make Decisions | How much decision making freedom, without supervision, does the job offer? |
85.80 | Physical Proximity | To what extent does this job require the worker to perform job tasks in close physical proximity to other people? |
82.20 | Electronic Mail | How often do you use electronic mail in this job? |
80.20 | Importance of Being Exact or Accurate | How important is being very exact or highly accurate in performing this job? |
80.20 | Structured versus Unstructured Work | To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals? |
78.80 | Responsible for Others' Health and Safety | How much responsibility is there for the health and safety of others in this job? |
77.20 | Responsibility for Outcomes and Results | How responsible is the worker for work outcomes and results of other workers? |
70.40 | Time Pressure | How often does this job require the worker to meet strict deadlines? |
69.40 | Spend Time Sitting | How much does this job require sitting? |
67.20 | Importance of Repeating Same Tasks | How important is repeating the same physical activities (e.g., key entry) or mental activities (e.g., checking entries in a ledger) over and over, without stopping, to performing this job? |
64.00 | Letters and Memos | How often does the job require written letters and memos? |
63.80 | Deal With Unpleasant or Angry People | How frequently does the worker have to deal with unpleasant, angry, or discourteous individuals as part of the job requirements? |
62.80 | Frequency of Conflict Situations | How often are there conflict situations the employee has to face in this job? |
59.20 | Spend Time Making Repetitive Motions | How much does this job require making repetitive motions? |
57.80 | Spend Time Standing | How much does this job require standing? |
55.00 | Level of Competition | To what extent does this job require the worker to compete or to be aware of competitive pressures? |
51.40 | Spend Time Walking and Running | How much does this job require walking and running? |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Spa Managers
Job Zone Three: Medium Preparation Needed
- Overall Experience
- Previous work-related skill, knowledge, or experience is required for these occupations. For example, an electrician must have completed three or four years of apprenticeship or several years of vocational training, and often must have passed a licensing exam, in order to perform the job.
- Job Training
- Employees in these occupations usually need one or two years of training involving both on-the-job experience and informal training with experienced workers. A recognized apprenticeship program may be associated with these occupations.
- Examples
- These occupations usually involve using communication and organizational skills to coordinate, supervise, manage, or train others to accomplish goals. Examples include hydroelectric production managers, desktop publishers, electricians, agricultural technicians, barbers, court reporters and simultaneous captioners, and medical assistants.
- Education
- Most occupations in this zone require training in vocational schools, related on-the-job experience, or an associate's degree.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Spa Managers
Earnings Benefits*
Region | Entry Level | Median | Experienced |
---|---|---|---|
United States | $35,010.00 | $56,090.00 | $71,350.00 |
Virginia | $38,270.00 | $62,180.00 | $74,730.00 |
Region | Entry Level | Median | Experienced |
Alexandria/Arlington | No Data | No Data | No Data |
Bay Consortium | No Data | No Data | No Data |
Capital Region Workforce Partnership | No Data | No Data | No Data |
Central VA/Region2000 | No Data | No Data | No Data |
Crater Area | No Data | No Data | No Data |
Greater Peninsula | No Data | No Data | No Data |
Hampton Roads | No Data | No Data | No Data |
New River/Mt. Rogers | No Data | No Data | No Data |
Northern Virginia | No Data | No Data | No Data |
Piedmont Workforce | No Data | No Data | No Data |
Shenandoah Valley | No Data | No Data | No Data |
South Central | No Data | No Data | No Data |
Southwestern Virginia | No Data | No Data | No Data |
West Piedmont | No Data | No Data | No Data |
Western Virginia | No Data | No Data | No Data |
* Earnings Calculations:
Regional Earnings:
Entry = Annual mean of the lower 1/3 wage distribution;
Experienced = Annual mean of the upper 2/3 wage distribution.
National and State Earnings:
Entry = Annual 10th percentile wage;
Experienced = Annual 75th percentile wage.
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Spa Managers
Employment Projections
Current | Projected | % Change | |
---|---|---|---|
United States | 22,900 | 25,100 | +9.6% |
Virginia | No Data | No Data | No Data |
Region | Current* | Projected | % Change |
Alexandria/Arlington | No Data | No Data | No Data |
Bay Consortium | No Data | No Data | No Data |
Capital Region Workforce Partnership | No Data | No Data | No Data |
Central VA/Region2000 | No Data | No Data | No Data |
Crater Area | No Data | No Data | No Data |
Greater Peninsula | No Data | No Data | No Data |
Hampton Roads | No Data | No Data | No Data |
New River/Mt. Rogers | No Data | No Data | No Data |
Northern Virginia | No Data | No Data | No Data |
Piedmont Workforce | No Data | No Data | No Data |
Shenandoah Valley | No Data | No Data | No Data |
South Central | No Data | No Data | No Data |
Southwestern Virginia | No Data | No Data | No Data |
West Piedmont | No Data | No Data | No Data |
Western Virginia | No Data | No Data | No Data |
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Spa Managers
Related Occupations
Related Occupations
The related occupations here have similar general capabilities and interests; career explorers may also be interested in the related occupations:- Fitness and Wellness Coordinators
- First-Line Supervisors of Personal Service Workers
- Lodging Managers
- First-Line Supervisors of Entertainment and Recreation Workers, Except Gambling Services
- Skincare Specialists
- Concierges
- Massage Therapists
- Hotel, Motel, and Resort Desk Clerks
- First-Line Supervisors of Housekeeping and Janitorial Workers
- First-Line Supervisors of Office and Administrative Support Workers
- Medical and Health Services Managers
- Locker Room, Coatroom, and Dressing Room Attendants
- Food Service Managers
- Hairdressers, Hairstylists, and Cosmetologists
- Training and Development Managers
- Exercise Trainers and Group Fitness Instructors
- First-Line Supervisors of Non-Retail Sales Workers
- Medical Secretaries and Administrative Assistants
- Education and Childcare Administrators, Preschool and Daycare
- Physical Therapist Aides
Careers in Personal Care Services Pathway:
- Barbers
- Crematory Operators
- Embalmers
- Exercise Trainers and Group Fitness Instructors
- First-Line Supervisors of Entertainment and Recreation Workers, Except Gambling Services
- First-Line Supervisors of Passenger Attendants
- First-Line Supervisors of Personal Service Workers
- Funeral Attendants
- Funeral Home Managers
- Hairdressers, Hairstylists, and Cosmetologists
- Laundry and Dry-Cleaning Workers
- Locker Room, Coatroom, and Dressing Room Attendants
- Manicurists and Pedicurists
- Massage Therapists
- Morticians, Undertakers, and Funeral Arrangers
- Personal Care Aides
- Personal Care and Service Workers, All Other
- Pressers, Textile, Garment, and Related Materials
- Residential Advisors
- Shampooers
- Skincare Specialists
- Spa Managers
- Tailors, Dressmakers, and Custom Sewers
The data sources for the information displayed here include: O*NET™. (Using onet28)
Spa Managers
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Overview
Occupations
The data sources for the information displayed here include: New York State Department of Labor; New Jersey Department of Labor; California Occupational Information Coordinating Committee; CareerOneStop. (Using onet28)
Spa Managers
Military Training
There are no related military occupations for this occupation.
The data sources for the information displayed here include: Defense Manpower Data Center. (Using onet28)
Spa Managers
Proficiency Ratings
These proficiencies are scored on a scale from 1 to 5 with 1 being not
important to the job and 5 being extremely important to the job.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Spa Managers
Related Schools
- American National University
- Averett University
- Bluefield University
- Bridgewater College
- Brightpoint Community College
- Bryant & Stratton College-Virginia Beach
- Central Virginia Community College
- Christopher Newport University
- Columbia College
- Dabney S Lancaster Community College
- Danville Community College
- DeVry University-Virginia
- Eastern Mennonite University
- ECPI University
- Emory & Henry College
- Fairfax University of America
- Ferrum College
- George Mason University
- Hampton University
- Hollins University
- IGlobal University
- J Sargeant Reynolds Community College
- James Madison University
- Liberty University
- Longwood University
- Mary Baldwin University
- Marymount University
- Norfolk State University
- Northern Virginia Community College
- Old Dominion University
- Patrick Henry Community College
- Piedmont Virginia Community College
- Radford University
- Randolph College
- Randolph-Macon College
- Rappahannock Community College
- Regent University
- Richard Bland College
- Roanoke College
- Shenandoah University
- South University-Richmond
- South University-Virginia Beach
- Southern Virginia University
- Southwest Virginia Community College
- Stratford University
- Strayer University-Virginia
- Sweet Briar College
- Tidewater Community College
- University of Lynchburg
- University of Management and Technology
- University of Mary Washington
- University of Richmond
- University of the Potomac-VA Campus
- University of Virginia's College at Wise
- University of Virginia-Main Campus
- Virginia Commonwealth University
- Virginia Peninsula Community College
- Virginia Polytechnic Institute and State University
- Virginia State University
- Virginia Union University
- Virginia Wesleyan University
- Virginia Western Community College
- Washington and Lee University
- William & Mary
- Wytheville Community College
The data sources for the information displayed here include: O*NET™. (Using onet28)